I, Bob Johnson, personally commit to the following:

Personal Commitment

• I will use my voice as a leader to advocate for Diversity, Equity & Inclusion in the legal profession, within my organization and in my community.
• I will continue to oversee the career and professional development of diverse lawyers within the legal department by implementing career path planning objectives, requiring both internal and external development opportunities, and mentorship by senior level executives.
• I will meet annually with other general counsels to learn about and discuss best Diversity, Equity & Inclusion practices for attraction and retention of diverse lawyers and supplier diversity.
• I will meet twice a year with my organization’s LCLD Fellows, Pathfinders, and Alumni to discuss their experiences within the organization, and ask each individual to come to the meeting with a recommendation for how the organization could improve.
• I will ensure that all my lawyers are familiar with the legal department’s Diversity, Equity & Inclusion strategy, including key objectives, and require data transparency across core DE&I focus areas.

Organizational Commitment

• For hiring within the legal department, I will require diverse candidate slates and hiring panels, and ensure the legal department attracts diverse candidates by leveraging diverse candidate pools from DE&I-focused professional organizations and HBCU law schools.
• I will ensure my organization conducts a regular pay review based on race, ethnicity, or gender and adjust for unexplained pay differences.
• I will enhance retention of diverse lawyers by emphasizing inclusive leadership and more intentional development/succession planning for diverse talent.
• I will ensure that leaders within the legal department understand the business need for diverse talent/representation by holding them accountable, as part of their performance evaluation, for their commitment to recruiting and retaining diverse talent.
• We will continue to participate in and support LCLD.
• We will partner with our preferred counsel program to enhance DE&I requirements for outside counsel and require law firms to have 20% diverse representation on USAA matters within the next 3 years and require the origination credit to be properly apportioned to diverse lawyers that are selected to lead USAA matter(s).
• We will measure our success not only by the percentage of headcount represented by diverse individuals at any one time, but by their inclusion, growth and development, contributions to USAA success over the course of their careers, and retention.